Last months' top ten FAQs on XpertHR highlight the new legislation employers have had to get on top of in April, and of course the multiple bank holidays, which always throw up questions to be answered. The removal of the default retirement age continues to exercise HR departments and additional paternity leave is beginning to become a practical concern, even though the legislation itself has been in force for a year.
One piece of legislation, not yet in force but in the news last month, is the Bribery Act 2010. The Government published its official guidance on the Act at the end of March. Our FAQ on "adequate procedures" to prevent bribery was updated to reflect this.
The most popular questions in the XpertHR FAQs section in April 2011 were:
- What is an employee's holiday entitlement if an extra bank holiday is granted one year?
- Is there a specific time period when additional paternity leave can be taken?
- What are "adequate procedures" to prevent bribery under the Bribery Act 2010?
- Should an employer seek to amend the contracts of its employees if these provide for a compulsory retirement age that the employer will no longer be enforcing?
- In a TUPE situation, is the transferor obliged to give the transferee the personnel files of transferred employees?
- Can an employer stop providing group risk insured benefits such as life assurance or private medical cover to employees when they reach a certain age?
- Are employees entitled to be paid during additional paternity leave?
- Where a redundancy will take effect before a woman goes on maternity leave is she entitled to preferential treatment with regard to being offered suitable alternative employment?
- Are employees who are required to work on bank holidays entitled to pay in lieu of time off, or additional holiday?
- In a TUPE situation is the transferor required to obtain its employees' consent before passing on information about them to the transferee?
Photo: quinn.anya
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